What type of validity is favored by the Equal Employment Opportunity Commission (EEOC) in hiring practices?

The Equal Employment Opportunity Commission (EEOC) favors predictive validity in hiring practices because it assesses how well a selection tool can forecast future job performance based on current applicant data. Predictive validity involves collecting data from a group of candidates, hiring them, and then subsequently evaluating their job performance to determine if the selection tool accurately predicted their effectiveness in the role.

This type of validity is essential for ensuring that hiring practices do not discriminate against particular groups and that the tools used genuinely measure the ability to perform job-related tasks. By focusing on predictive validity, the EEOC promotes a standardized method that supports fairness and equality in hiring, aligning with the goals to eliminate biases and uphold employment laws.

In contrast, other types of validity, such as content validity, focuses on whether a test includes a representative sample of the skills and knowledge needed for a job, while concurrent validity evaluates the relationship between test scores and current employee performance rather than future performance predictions. Construct validity assesses whether a test measures the concept it intends to measure, which, while valuable, does not directly address the predictive nature required by the EEOC for hiring purposes.